Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Preventing Workplace Violence

Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Preventing Workplace Violence

Copyright© 2010 WeComply, Inc. All rights reserved. In the news…

Copyright© 2010 WeComply, Inc. All rights reserved. 4 What Is Workplace Violence? Workplace violence includes — Verbal abuse Physical abuse Threats of abuse Harassment Intimidation Other disruptive behavior Behavior may consist of verbal or written statements, gestures or other means of communicating threat of harm

Copyright© 2010 WeComply, Inc. All rights reserved. 5 Pop Quiz! Brittany and Jorge have been having a heated discussion about their work. At the end of the day, Brittany fires off an message that ends, "Don't sleep too soundly tonight. I know where you live. ;)" The ;) is intended to show that she is winking. Could this be considered workplace violence? A.Yes, because it's a threat. B.No, because she's obviously joking. C.No, not if she intended it to be a joke. D.Yes, but only if Jorge takes it seriously.

Copyright© 2010 WeComply, Inc. All rights reserved. 6 Types of Violence Types of workplace violence: Criminal intent: Intruder commits violent act while committing crime Customer/client: Someone with legitimate relationship to organization becomes violent while being served by organization Worker on worker: Employee or former employee attacks or threatens another employee in workplace Personal relationship: Someone with personal relationship attacks/threatens someone in workplace Criminal-intent violence accounts for 85% of workplace homicides

Copyright© 2010 WeComply, Inc. All rights reserved. 7 Risk Factors Risk of workplace violence is higher where the work involves — Interaction with the public Working alone or in small numbers Doing deliveries or guarding valuables Working with unstable populations Working late at night, early in the morning or in high-crime locations Other areas noted in risk evaluation Employees working under these conditions should be aware of risks Supervisors should provide extra prevention measures if needed

Copyright© 2010 WeComply, Inc. All rights reserved. In the news…

Copyright© 2010 WeComply, Inc. All rights reserved. 9 Prevention Methods Methods to help prevent workplace violence: Providing increased visibility in high-risk areas Installing adequate external lighting Minimizing available cash Posting signs stating that there is limited cash on hand Providing training in conflict resolution and non-violent self-defense Establishing reporting systems for incidents of aggressive behavior Supervisors should ensure that these methods are carried through Employees should report non-compliance to supervisor or HR

Copyright© 2010 WeComply, Inc. All rights reserved. 10 Security Measures Department heads/supervisors are responsible for putting security measures in place, which may include — Security alarms — some employees may need special systems to enable them to summon help quickly Security guards/monitoring — full-time/after-hours guards or monitoring systems may be needed Limited-access key cards Visitor sign-in policies — visitors should log time, location and purpose of all visits Safety training

Copyright© 2010 WeComply, Inc. All rights reserved. 11 Pop Quiz! When you sense a potentially violent situation, you should contact security or the police as quickly as possible. A.True. B.False.

Copyright© 2010 WeComply, Inc. All rights reserved. 12 Zero Tolerance We are committed to zero tolerance of workplace violence, including — Hitting or shoving Threatening to do harm to people or property Using obscene language or exhibiting obscene behavior Acting in an intimidating or abusive manner Shouting or speaking in raised voice unnecessarily Possessing or inappropriately using firearms or other dangerous devices on our property

Copyright© 2010 WeComply, Inc. All rights reserved. 13 Red Flags Some behaviors present red flags of a potentially violent incident: History of emotional or mental disturbance, or threatening/violent behavior Alienation from other employees Disdain for authority or sympathy for perpetrator in accounts of violence Sudden decrease in productivity or decline in personal hygiene Extreme stress from a life crisis Obsession with weapons If co-worker presents red flags, report it to your supervisor or HR

Copyright© 2010 WeComply, Inc. All rights reserved. In the news…

Copyright© 2010 WeComply, Inc. All rights reserved. 15 Dealing with a Volatile Situation Be prepared to respond appropriately Guidelines for interacting with potentially aggressive/violent person: Situate yourself near a door or exit space Stay calm, speak in low voice, don't argue Treat the other person with respect Listen with empathy without being judgmental/defensive Monitor non-verbal clues Avoid invasion of another's personal space If person is out of control, call 911

Copyright© 2010 WeComply, Inc. All rights reserved. 16 Weapons Employees may not wear, transport, store or display firearms or other dangerous weapons on work premises Employees who violate rules face disciplinary action, including termination Dangerous weapons include — Firearms — loaded/unloaded, assembled/disassembled Knives, switchblades, brass knuckles Bows, cross-bows, arrows Fireworks These rules do not apply to on-duty law-enforcement personnel, on-duty security personnel, or persons engaged in military activity

Copyright© 2010 WeComply, Inc. All rights reserved. 17 Reporting Procedures If violent situation is imminent, contact your supervisor immediately If supervisor is unavailable, contact another supervisor or HR If you suspect a violation, report it in writing unless there is an immediate threat or danger You will not be retaliated against for reporting a violation in good faith

Copyright© 2010 WeComply, Inc. All rights reserved. 18 Response Plan Violence or threat of violence is against our policy and may be against the law We will take action against acts or threats of violence by employees or others We will investigate all complaints thoroughly We will preserve confidentiality to extent possible Immediate threats All legal, human-resource, employee-assistance, community-mental-health, and law-enforcement resources may be used in response Risk of injury to all workers must be minimized

Copyright© 2010 WeComply, Inc. All rights reserved. 19 Other Elements Department heads/supervisors are responsible for maintaining other elements of program: Maintaining a respectful working environment Responding to grievances Employee Assistance Program Conflict resolution Job counseling for terminated employees Recordkeeping

Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Final Quiz

Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Questions?

Copyright© 2010 WeComply, Inc. All rights reserved. 9/17/2015 Thank you for participating! This course and the related materials were developed by WeComply, Inc. and the Association of Corporate Counsel.